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WhatsApp Group Chat – Positions in demand within the IT sector & the challenges with finding skilled Talenthttps://sourcingadda.wordpress.com/2019/02/20/whatsapp-group-chat-positions-in-demand-within-the-it-sector-the-challenges-with-finding-skilled-talent/
https://sourcingadda.wordpress.com/2019/02/20/whatsapp-group-chat-positions-in-demand-within-the-it-sector-the-challenges-with-finding-skilled-talent/#respondWed, 20 Feb 2019 04:43:32 +0000http://sourcingadda.wordpress.com/?p=1666The Talent Acquisition profession like any other also has its ups and downs especially when sourcing for specific types of Talent. Particularly sourcing for talent pertaining to the IT Sector it’s of course a challenge for most Talent Acquisitionist’s. It’s difficult probably because the demand for such talent outweighs the supply to a great extent hence it poses a challenge and one that cannot be resolved easily.

Having said that, thanks to one of our Bangalore group member’s Champa who suggested we discuss on, “Positions in demand in the IT sector and the challenges with finding skilled IT Talent” we @sourcingadda were able to through some light on so let’s find out more about it below…

As per the discussion above there seems to be a high demand in roles related to fullstack developers, UI UX designers, Data Anononmization (Data Lake), big data resources with kalfka, python devs, dev ops, agile coach, AI, Information Security and Risk compliance and finding talent skilled in these areas seems to be scarce hence it may still remain a challenge.

Nevertheless, we are certain that the insights shared have clarified any queries related to the IT spectrum right from the positions in demand coming down to the challenges that one might encounter when recruiting IT nerds or similar requirements. Although there is a vast database of such talent available online capturing the ones that meet the requirement may still be difficult due to reasons like limited talent availability, offer dropouts, cultural fitment factors, meeting compensations and beating competitors. If you’ve found the information shared relevant than you might like Remote Working Policies or Assignments in Organisations interesting. We’re certain that you’d like to know how else you can contribute then here’s what you can do in 2 simple steps, namely…

Follow us@Sourcingadda to gain real time updates to our upcoming activities and events

b) DM us to @Sourcingadda with your name, WhatsApp. Contact no. and location

And one of our representatives will get back to you as soon as possible.

]]>https://sourcingadda.wordpress.com/2019/02/20/whatsapp-group-chat-positions-in-demand-within-the-it-sector-the-challenges-with-finding-skilled-talent/feed/0sourcingaddaWhatsApp Group Chat – How to Motivate the Interview Panel and Improve their Effectivenesshttps://sourcingadda.wordpress.com/2019/02/13/whatsapp-group-chat-how-to-motivate-the-interview-panel-and-improve-their-effectiveness/
https://sourcingadda.wordpress.com/2019/02/13/whatsapp-group-chat-how-to-motivate-the-interview-panel-and-improve-their-effectiveness/#respondWed, 13 Feb 2019 08:16:01 +0000http://sourcingadda.wordpress.com/?p=1657Interviewing potential candidates can end up being a nightmare interview experience for the Candidate and even more so in the Interview Panel round when the members are not motivated enough. As Talent Acquisitionists you are all too familiar with nightmare interview stories being on the receiving end at some point in time. And so you can relate to it having had first-hand experience when the panel members are not motivated thus hampering their effectiveness. Therefore it really comes down to answering the question How to motivate the interview panel and improve their effectiveness in the hiring journey?

Given this scenario it is essential that we @SourcingAdda try to shed some light on the topic. And thanks to one of our Mumbai group member’s Dinesh who suggested we discuss on, “How to motivate the interview panel and improve their effectiveness in the hiring journey?” we are able to get some answers which we have highlighted for your review below…

The conversation above had some great insights to add like training the panel for effective interviewing and to make good hiring decisions, ensuring that you have experienced panel members is also important. In the event of not enough experienced members then conducting shadow recruiting programs, you can also ensure that the panel is made comfortable and interviews are conducted in their convenience while making sure the tools utilised for conducting interviews via phone screens are working effectively. These are some of the great ways to not only motivate panel members but also help them make good hiring decisions.

If you’ve found the insights shared informative and helpful then you’d also like to find out more about the New Strategies in Social Media Recruitment or you’d like to know how you too can contribute to these discussions then here’s what you can do in 2 simple steps, namely…

Follow us@Sourcingadda to gain real time updates to our upcoming activities and events

b) DM us to @Sourcingadda with your name, WhatsApp. Contact no. and location

And one of our representatives will get back to you as soon as possible.

]]>https://sourcingadda.wordpress.com/2019/02/13/whatsapp-group-chat-how-to-motivate-the-interview-panel-and-improve-their-effectiveness/feed/0sourcingaddaWhatsApp Group Chat – Different Ways to Conduct Post Offer Candidate Engagementhttps://sourcingadda.wordpress.com/2019/02/06/whatsapp-group-chat-different-ways-to-conduct-post-offer-candidate-engagement/
https://sourcingadda.wordpress.com/2019/02/06/whatsapp-group-chat-different-ways-to-conduct-post-offer-candidate-engagement/#respondWed, 06 Feb 2019 05:00:22 +0000http://sourcingadda.wordpress.com/?p=1651Much of a Talent Acquisitionist’s role revolves around the relationship of the company with the employees that requires one to explore Different Ways to Conduct Post Offer Candidate Engagement. The role essentially calls for strong interpersonal communications skills as interactions and building relation activities with new joinees is important to prevent post offer dropouts. Activities that foster relationship building are conducted so as to minimise the post offer dropout’s ratio. Failing that it all comes down to a post offer candidate engagement experience being a good one.

Ensuring that the newly on boarded candidate has a good engagement experience is therefore an essential necessity where organisational growth is concerned. With that being said we @SourcingAdda conduct discussions in an attempt to answer the queries most Talent Acquisitionists are faced with on a regular basis. And thanks to one of our Bangalore group members Champa’s topic suggestion covered these aspects with a discussion on, “Different ways to conduct post offer candidate engagement” that was conducted with interesting insights to be implemented and highlighted below for your review….

Based on the conversation above I think it’s safe to say that Post offer candidate engagement is more important once the candidate is on boarded. And there are several options mentioned like sending a quarterly company newsletter, know your organisation session by Hiring Manager or Delivery Senior, include them in as many team building events as possible such as team lunch, meetings, afterhours get-togethers, etc. as mentioned by Nikhil and as Rajiv rightfully mentioned a Coffee / Lunch with the HM (HM & Team would be ideal) are some of the various options mentioned which you can utilise to boost your Post Offer Candidate Engagement.

A Post Offer Candidate Engagement process that covers all of the above mentioned options might really be a great way to keep the new joinees engaged and may give them a reason to stay and stick with your organisation for a longer duration. Moreover if the insights shared above were helpful then you might also find the Indoor Team Building Activities quite an interesting read as it can shed some more light on the aspects covered in the above discussion. If you’d like to know how you too can contribute to these discussions then here’s what you can do in 2 simple steps, namely…

Follow us@Sourcingadda to gain real time updates to our upcoming activities and events

Organisations need to measure the success of their hiring process to find out how effective the program is. And the best way is by analysing the various processes involved especially the ones that matter like the ratio of the closures, screening, validation, interview schedules, the offer and the on – boarding stages. To find out whether it is a success depends on a lot of aspects which we have tried to cover in our popular @SourcingAdda WhatsApp Group discussions.

And thanks to one of our Bangalore Group member’s Champa who suggested we discuss on, “Industry ratio for Closures, Screening, Validation, Interview Schedules, Offer, On – Boarding. In the discussion we’ve tried to cover all of these aspects and time frames so let’s find out more about the same below….

The discussion above was very insightful with a lot of useful information that can be implemented when measuring the effectiveness of a company’s recruiting program. As a Talent Acquisitionist conducting such analysis is very important to verify the effectiveness of your hiring efforts. Such analysis can prove to be very effective especially when modified it yields positive results. The inputs shared can assist you if you are a first timer into the Talent Acquisition profession.

Many Recruiters after reviewing the information shared have found it very helpful and of great assistance especially for first timers. As a reader you too can benefit from such discussions if you’ve missed it so here’s one about Incentive Policies and Schemes for Recruitment Teams that you might find to be very helpful. If you’d like to know how else you can contribute then here’s what you can do in 2 simple steps, namely…

Follow us@Sourcingadda to gain real time updates to our upcoming activities and events

Talent Acquisitionist’s who have been in to the profession for approximately 15 yrs. seeking other opportunities is difficult. It is therefore obvious for one to be curious to find out how they can achieve what they are looking for especially in such a scenario. The opportunities are usually limited for such professionals hence it is important for them to know the available career opportunities.

Having said that, we @SourcingAdda focus on such developments in the Recruitment sphere and thanks to one of our Mumbai group member’s Anshul we are able to do exactly that. The topic suggested by him addressed this particular question. So the discussion was on, “Opportunities for Recruitment professionals after 15 yrs of professional experience and below is what we uncovered for your reference….

We are sure that you too had a lot of questions at the beginning and we hope we have been able to answer them to the best of our ability. We hope you have got a clear idea of the possible opportunities that may present themselves in the near future. We hope you are better prepared for the changes that are ought to come and if not then reading this is a great start.

The Talent Acquisition field is no stranger to the common challenge of the Gender Pay Gap that most organisations are trying to resolve. And although we are in the 21st Century this still remains to be a challenge which will take some time to fix. Nevertheless there are still a few things organisations can do to prevent such disparities.

And we @SourcingAdda are able to be of some assistance thanks to one of our Mumbai group member’s Dinesh who suggested we discuss on, “How to reduce Gender pay gap effectively?” and what we uncovered is shared in the chat below:

Great insights were shared surrounding the common challenge of the gender pay gap in the Talent Acquisition profession. It’s a common fact that every aspect has both positive and negative aspects and that every challenge has a solution to avoid such scenarios. To name a few ensure that there is a balance in the male and female employee ratio, maintain transparency in the pay gap and hire leaders in a managing team that are neutral to both female & male employees in each project. When hiring preference should be given to internal fitment and industry pay standards to bridge the pay gap.

We’re certain that the inputs shared have been helpful in tackling the gender pay gap and if implemented appropriately it will be effective in resolving the pay gap most organisations have been trying to fix. If you’ve found the insights shared useful than you’d like to learn more about Combining Social Media Marketing Recruitment in a Recruiting Strategy. More importantly we’re sure you’d like to know how you can contribute then here’s what you can do in 2 simple steps, namely…

Follow us@Sourcingadda to gain real time updates to our upcoming activities and events

b) DM us to @Sourcingadda with your name, WhatsApp. Contact no. and location

And one of our representatives will get back to you as soon as possible.

]]>https://sourcingadda.wordpress.com/2019/01/16/how-to-reduce-gender-pay-gap/feed/0sourcingaddaWhatsApp Group Chat – Funniest Candidate Excuses for not attending an Interviewhttps://sourcingadda.wordpress.com/2019/01/09/whatsapp-group-chat-funniest-candidate-excuses-for-not-attending-an-interview/
https://sourcingadda.wordpress.com/2019/01/09/whatsapp-group-chat-funniest-candidate-excuses-for-not-attending-an-interview/#respondWed, 09 Jan 2019 06:39:22 +0000http://sourcingadda.wordpress.com/?p=1625Talent Acquisitionist’s constantly interact with Candidates to fill vacancies. A task such as this calls for a lot of patience, understanding that too under pressure situations for Recruiters. And when you make an effort to schedule interviews having to deal with no show of candidates can thus be very frustrating. Especially, when the reasons given are ridiculous or genuine which is almost always not the case.

In an attempt to add a positive note to a challenge otherwise perceived in a negative note and ease the experience we @SourcingAdda conduct various activities keeping this in mind. And simultaneously we try our level best to bring you updated information about the recruitment industry. With that being said, one of our Bangalore group member’s Hillole, suggest having a discussion on, “What are the funniest excuses Candidates give for not attending the interview?” to find out what the inputs shared were; we’re disclosing the chat below, so let’s begin….

The discussion above was clearly funny yet informative as the insights shared showed us a picture of the candidates we are more likely to encounter when interacting with them. We can also identify which excuses were genuine and fake so we know what to look for when dealing with Candidates. It also help us to derive conclusions as to which ones will be on – boarded or otherwise. If you like this information we’re certain you’d be curious about what is in store for the future of HR.

If you’re looking for an opportunity to be a proactive learner then here’s what you can do in 2 simple steps…

Follow us@Sourcingadda to gain real time updates to our upcoming activities and events

b) DM us to @Sourcingadda with your name, WhatsApp. Contact no. and location

And one of our representatives will get back to you as soon as possible.

]]>https://sourcingadda.wordpress.com/2019/01/09/whatsapp-group-chat-funniest-candidate-excuses-for-not-attending-an-interview/feed/0sp_inerviewsourcingadda1.jpg2.jpg3.jpgWhatsApp Group Chat – Candidates Rejected for Cultural Fitmenthttps://sourcingadda.wordpress.com/2018/12/20/whatsapp-group-chat-candidates-rejected-for-cultural-fitment/
https://sourcingadda.wordpress.com/2018/12/20/whatsapp-group-chat-candidates-rejected-for-cultural-fitment/#respondThu, 20 Dec 2018 04:45:54 +0000http://sourcingadda.wordpress.com/?p=1616For most Talent Acquisitionists like yourselves finding the purple squirrel and proceeding to the on – boarding stage is difficult but then losing talented folks is another challenge especially without knowing the reasons. As if this isn’t difficult enough; lately various organisations after selecting the right candidates are now also considering culture fit before on – boarding a candidate. Many companies take cultural fit in to account for the selection process to prevent candidates from quitting the job because of the company culture which is a concern and is absolutely valid which adds to the difficulty.

While all of these aspects are important, finding out if a Candidate is the right a culture fit is difficult and to check whether this reason is a genuine one. To shed some light on this we @SourcingAdda conduct discussions on these topics to assist Recruitment professionals in an attempt to simplify the process. And thanks to one of our Bangalore group member’s Hillole who suggested we discuss about, “Candidate is rejected at the final round because of Cultural fitment issues. How far do you think this reason is a genuine one?” Therefore let’s find out more about this topic to help us be better prepared when making the next hire, so let’s begin….

Finding the right candidate is no longer enough as now Talent Acquisitionists also need to check if the selecting candidate meets the culture fit as well? There are several reasons for such developments to name a few organisations losing talent folks as they are quitting the job due to work culture. Moreover candidates that aren’t the right culture fit or their attitude can impact the team’s overall performance. Even their behaviour, approach to work and their professionalism has an effect on the people around them can affect performance thus impacting the business’ growth. Utilising the Behavioural interviewing technique i.e. STAR Technique – Situation, Task, Action, Result is the best way to assess candidates for “Cultural Fitment.” For all of these reasons considering if a candidate is culture fit before on boarding them is important.

After having considered all the aspect mentioned in the discussion we’re sure you’ll be interested in finding more about Employee Value Propositions (EVP) provided by Employers. And if you’ve found these articles informative then you’d like to know how you too can contribute to these discussions so here’s what you can do in 2 simple steps, namely…

Follow us@Sourcingadda to gain real time updates to our upcoming activities and events

b) DM us to @Sourcingadda with your name, WhatsApp. Contact no. and location

And one of our representatives will get back to you as soon as possible.

]]>https://sourcingadda.wordpress.com/2018/12/20/whatsapp-group-chat-candidates-rejected-for-cultural-fitment/feed/0sourcingaddaCandidates-Rejected-for-Cultural-Fitment.docx.jpgWhatsApp Group Chat – Tools to Automate the Employee Referral Programhttps://sourcingadda.wordpress.com/2018/12/12/whatsapp-group-chat-tools-to-automate-the-employee-referral-program/
https://sourcingadda.wordpress.com/2018/12/12/whatsapp-group-chat-tools-to-automate-the-employee-referral-program/#respondWed, 12 Dec 2018 06:55:08 +0000http://sourcingadda.wordpress.com/?p=1612Most Talent Acquisitionists are faced with the common challenge that is tracking and maintaining the Employee Referral Program. And when this particular task is automated it simplifies the task thus offers a perfect solution to the challenge. With a lot of work load; one is expected to multitask and being able to do it efficiently and effectively is not easy. Automating such tasks can make a world of a difference when you want to focus more on important tasks. In order to be able to automate such tasks you need to know which tools to utilise. With the correct tools at your disposal it can speed up the process and free up time to focus on the more important tasks once implemented.

Noticing this we @SourcingAdda are constantly striving to bring you updated information about the recruitment industry that we’re both passionate about. In an attempt to do exactly that we bring you this information right from Talent Acquisitions within the field. And one such Bangalore group member is Gavin who suggested we discuss on, “Suggestions for some tools to automate the Employee Referral Program” Therefore we’re disclosing the chat for your review here below so let’s begin….

The discussion above although a short one is still informative due to the insights shared which mentions tools that can enable you to maintain referral programs successfully and spare time to get more important tasks done. With the perfect Employee referral Management Recruitment software you need not micromanaging it when you’ve got the tools that best suits your organisation’s needs.

If you’ve found these inputs helpful then you’ll definitely be interested to know more about the Current Trends in Compensation & Benefits Management. And if you want to be more of a proactive learner and are looking for a way to be that person then here’s what you can do in 2 simple steps…

Follow us@Sourcingadda to gain real time updates to our upcoming activities and events

b) DM us to @Sourcingadda with your name, WhatsApp. Contact no. and location

And one of our representatives will get back to you as soon as possible.

]]>https://sourcingadda.wordpress.com/2018/12/12/whatsapp-group-chat-tools-to-automate-the-employee-referral-program/feed/0Blog_imagesourcingadda1.jpgWhatsApp Group Chat – PMS Tools or Methods used for Small Size Organisationshttps://sourcingadda.wordpress.com/2018/12/05/whatsapp-group-chat-pms-tools-or-methods-used-for-small-size-organisations/
https://sourcingadda.wordpress.com/2018/12/05/whatsapp-group-chat-pms-tools-or-methods-used-for-small-size-organisations/#respondWed, 05 Dec 2018 04:41:57 +0000http://sourcingadda.wordpress.com/?p=1605The Talent Acquisition Industry caters to Sourcing exceptional talent and ways to retain them once on – boarded. The task of Talent retention may seem to be a simple tasks it’s not so. It involves tracking the performance of on-boarded candidates. And whether it’s a small or medium sized company it becomes essential to ease the tracking process hence the need for a Performance Management System arises.

With that being said, we @SourcingAdda strive to bring you updated information about the industry that we both are passionate about and are able to do so thanks to the participation of our members. And one such Mumbai group member is Sheeba who suggested we discuss on, “What PMS Tools or methods can be used for a small size organization up to 100 employees?” In an attempt to also be of assistance in whatever way we can; we’re disclosing the chat for you reference, therefore let’s begin…

The discussion above certainly has a lot of guidelines and tools to help you speed up the Performance Management task so you can spend more time on tasks that matter. If you found this information useful then you’ll certainly be interested in the Current Trends in Compensation & Benefits Management

And if you’d like to know how you can be a proactive learner then here’s what you can do in 2 simple steps i.e. …

Follow us@Sourcingadda to gain real time updates to our upcoming activities and events